ALG’s Dynamic Supervision & Engagement training is an interactive “soft skill” training designed for front line supervisors, middle management, facility leadership and regional level management. It is interactive training where attendees participate in group discussions, break out sessions, self-evaluations, role play situations and some organized presentation. All attendees are given an interactive workbook to use during the training, but also refer back to when dealing with real life work situations.

Dynamic Supervision & Engagement focuses intently on “ENGAGEMENT” – both for the supervisor and hourly associate.  What is engagement?  An engaged person gives that little extra, discretionary effort at work.  Why does engagement matter?  When folks are engaged, good things happen – increased productivity, profitability and customer loyalty, as well as decreased turnover, absenteeism and safety incidents.  Also, when folks are not engaged, they tend to look for direction from outside influences, such as labor unions.   How do we create and maintain an engaged workforce?  Our program focuses on nine topics – Today’s Supervisor, Effective Communication & Listening, Motivation, Problem Solving & Conflict Resolution, Teambuilding, Leadership, Counseling, Creative Onboarding and Performance Management.  Sharp skills and good practices in each of these areas will create and maintain an engaged, dynamic workforce.

With each topic covered, there are PowerPoint slides, group discussions, role play situations and more.  Also, attendees are given workbook materials that correspond to each topic.  The workbook is used during the training, but also for attendees to refer back to when facing situations in the future.

Simple – labor and employment laws have never been more anti-employer and pro-employee (and pro-union) than they are today.  Moreover, we have never had as much generational diversity in the American workplace as we have today.  There are still a few Traditionals around, some Baby Boomers, a good amount of Generation X, and 50% of our workforce is comprised of Millennials and Generation Z.  In order to be successful, supervisors have to be able to relate to each of these different generations, which is no easy task.  If communication from leadership to hourly associates is not fluid, several problems may arise quickly.